Influencing tip: Giving actionable feedback

Whether giving a performance review or just letting someone know how something they are doing is affecting you, giving feedback is important.

Of course, telling somebody that you think they have done something really well is usually not so hard. When it’s something that is hampering their performance, or impacting adversely on you or others, you need to tell them – in a way that doesn’t damage your relationship and with meaningful and actionable guidance.

To do this, make sure you give feedback about people’s behaviours – what they do and say – rather than interpreting your experience to describe the person. So, rather than saying “You are a bad presenter”, be really specific in your feedback on the behaviours that need some attention, of example:

“When presenting at the monthly meeting yesterday you spoke quietly and looked at the floor a lot. You stumbled over each question you were asked and didn’t seem to have the answers.”

Then describe the behaviours that are required instead, for example:

“I would like to hear you speak more audibly and see you make eye contact with the people in the room. It would be good to hear you answering the majority of questions asked in future meetings. It is important that you sound well-prepared and knowledgable about the data you present.”

In this way your feedback is helpfully directed at what needs to be done and the specific evidence that will tell you or others that it has been done. Of course remember to check out if the individual needs any support or help to achieve this by asking questions. In this example maybe training, coaching or just good preparation and rehearsal.